Why have we reduced our recruitment fees?

There is no secret that recruitment fees are often seen as excessive, however this is usually a result of the way that agencies choose to sell and recruiting companies choose to buy their third-party recruitment services. Most assignments are agreed on a contingency, multi-agency agreement.

This means that several agencies work on a position and the one that successfully fills it, is the one that can invoice for the service. In theory, you would think that this competition is a good thing. In reality, it is a race to the bottom, with quality quickly out of the window and KPIs such as speed of CV send winning the day.

It is not that anyone sets out to do a bad job, it is just a case that in these situations there is not the time to write quality advert copy, create a long list, carry out thorough assessment and therefore present a quality and relevant shortlist of candidates. Agencies working on this basis, will report a fill rate of c 1 in every 4/5 vacancies, with every successful placement in effect compensating for the assignments where no revenue was produced.

If, however a recruitment business was to fill every position that they worked on, then it makes sense that their fee could be significantly lower than the standard terms we see in the market today. The traditional contingency, multi agency model does not allow this to happen and so in our view is no longer fit for purpose.

We realised that if we work exclusively with our clients, we would benefit from significantly higher fill rates than average. When combining this with our ability to work flexibly, using technology to reduce our operating costs, we understood that we would be much better off working with fewer clients but in a much more mutually beneficial arrangement.

In short, we get exclusivity allowing us to do our job properly and increase our fill rates.  We work with clients that want to work with us and in return our clients get a very competitive fee arrangement and importantly the full attention of a highly-experienced recruiter.

It’s the classic Win Win!

RAD Business Support invoice 10% + VAT of the annualised salary for all successful recruitment assignments. We ask for 14 days exclusivity to allow us the time to compile a quality shortlist and also offer a competitive replacement policy.  This has worked well for us on a number of assignments with success recruiting across the range of commercial functions, and at all levels, including roles such as Financial Controller, Product Manager, Sales Executive, Marketing Assistant, Customer Service and Administration Assistants as well as a number of Graduate roles.

You can register your vacancy here or give us a call on 01603 919019 and we will happily discuss this further with you.

14 Tips On How To Make A Good Impression At Interview

How to make a good impression

Generally, you should:

  • Be well-mannered with any staff that you meet before the interview, secretaries and PA’s are often held in close confidence of their bosses. They are often asked their opinions, it’s important to keep in high regard with them…..
  • Give a confident handshake to your interviewer(s) before and after, try and get a feel for the persons hand, not everybody shakes hands like Schwarzenegger. Not too hard and not too soft, just like a boiled egg, is the way I like to gauge it.
  • Answer questions clearly and concisely, do not babble and don’t necessarily say the first things that come into your head
  • Be as enthusiastic as possible, but not too enthusiastic. It is easy to get carried away and talk about stuff that isn’t relevant. Paul will tell you I am the worst at this!!
  • Avoid talking about any personal problems, although the interviewer may show empathy, it sadly isn’t relevant to the current situation.
  • Display positive body language, speaking clearly, smiling frequently and retaining eye contact.
  • Don’t badmouth any previous employers. This is a big no no, under no circumstances do this, your interviewers may already know that you don’t work for a great employer, however they will also be thinking, if this guy bad mouths his current employers, what might he say about us……It never comes across as very professional.
  • Highlight your best attributes, experiences and achievements, based around the skills that you’ve identified as important to the organisation, and evidencing them with practical examples.
  • Inform your interviewer(s) that you’re available to answer any follow-up questions;
  • Let your personality shine, this is what the interviewer wants to see, that want to see you…..answering the questions confidently is 50% of it, the other 50% is you and how you act.
  • Relax and sit naturally, but without slouching in your chair or leaning on the desk. Sit up straight, just like ypur mum told you too.
  • Ask relevant, thought-provoking questions at appropriate moments, as this can show that you’re genuinely interested in the role and really listening to the interviewer;
  • Show your hands, as this is a sign of honesty;
  • Wear smart attire appropriate to the surroundings. Basically this means if you are going to a social media start up, they would probably not be wearing a smart business suit and vice versa if you are going to a graduate job at a bank, they probably wont be wearing hoodies and a snap back……Do your homework……….

THE DEMISE OF GRADUATE RECRUITMENT? HERE’S WHY IT’S A MYTH

Reports of the demise of graduate recruitment appear to be somewhat exaggerated. 2017 is expected to see even more competition for outstanding graduate talent.

A new report from High Fliers, The Graduate Market In 2017, found that graduate vacancies are expected to rise by 4.3% this year. Among the sectors planning to increase their graduate intake are retail, the public sector, and engineering. Public sector, high street and online retailers plan to collectively recruit 1,200 extra graduates. Less than 1 in 10 companies (8%) intend to reduce their graduate intake, despite concerns over the number of graduates in the UK jobs market.  The median starting salary for graduates in 2017 is estimated to be £30,000, rising to £47,000 in the investment banking sector.

Leading organisations have increased their graduate recruitment by 13% in the past three years, making the competition for talent fiercer than ever. However, with 5.4% of graduate vacancies from last year still unfilled, graduate employers must take steps now to create a robust recruitment strategy.

Full Article Courtesy Of Advorto And Available Here